The last few years have seen a dramatic HR crisis emerge in the world of Higher Education.
In 2022, 15.2% of full-time higher ed staff left their jobs voluntarily, with many of those people leaving in favor of the public sector. A 2023 survey by CUPA-HR, the professional association for Higher Education HR professionals, found that 56.1% of HR staff are considering a change in the near future.
Why is higher education experiencing such difficulties with staff retention? Survey results show the main reasons for considering another role:
- Salary increase (53%)
- Opportunity for remote work (11%)
- Career progression (6%)
- Flexible work schedule (6%)
- Better benefits (2%)
Retention is a major issue for any organization. And the only solution to staff turnover is to have a robust, active HR team in place.
The Challenges of Human Resources in Higher Education
The role of a great HR team is to attract, engage, and retain talented people. Within higher education, this means dealing with faculty staff—such as educators and researchers—as well as the team of administrators, IT professionals, and management staff that keep the institution running.
However, HR professionals in higher education face slightly different challenges than those of the private sector. Here are some things that higher education HR specialists need to deal with:
1. Aligning HR strategy with institutional goals
In any organization, the HR strategy should closely align with (and be based on) the larger long-term goals. Private-sector companies often have a Chief Human Resources Officer (CHRO) who works directly with the C-Suite to help keep everyone on the same page.
Higher education HR departments face a different challenge, as they may not report directly to a senior leader such as the University President. This can lead to a disconnect, where HR is pulling in in a different direction from the rest of the institution.
The solution is to create better communication between HR leaders and other senior leaders. This might require HR to do things like:
- Collaborate with deans and department heads to understand staffing needs
- Develop recruitment strategies to attract top talent in specific academic fields
- Create professional development programs that enhance the skills of faculty and staff
- Implement performance management systems that reflect the unique nature of academic work
- Develop an employer brand and talent management strategy that aligns with the institution’s goals, values, and reputation
By aligning HR strategies with institutional goals, higher education HR teams can better support the overall success and sustainability of their organizations.
2. Updating HR technology
Higher education institutions tend to invest heavily in new technology. In 2021, universities spent, on average, 4.2% of their budgets on IT investment.
However, that doesn’t always translate to investing in critical back-office tools, such as HRIS. Many HR professionals in higher education find themselves dealing with outdated software and processes, which makes it harder to perform crucial tasks such as applicant tracking and analyzing employee data.
To improve the situation, HR leaders need to do several things, such as:
- Document and streamline all current HR processes
- Max out all current IT capabilities by finding ways to use all available features
- Identify areas where new technology could help (e.g., using an Applicant Tracking System to create a reliable talent pipeline)
- Make a case to leadership for investing in updated HRIS technology
It may help to work with an expert HRIS consultant who can help you get the most from your current processes and advise on future IT investments.
3. Building career paths for HR professionals
Career development is an essential part of staff retention. Higher education institutions understand this, which is why they have programs such as tenure tracks for educators.
But all employees need clear career paths—including the HR team. To build a deep bench of human resources talent, you’ll need a program that helps HR professionals to grow and improve their existing skills.
To address this challenge, institutions should focus on:
- Creating defined career paths within the HR function
- Offering mentorship programs for junior HR staff
- Providing opportunities for professional development and skill enhancement
- Investing in training and certification programs
By investing in the growth and development of HR staff, institutions can build a strong, committed team of HR professionals who understand the unique needs of higher education.
4. Navigating complex regulatory environments
Higher education institutions face a complex web of regulations, including Title IX, labor relations laws, and healthcare mandates. HR professionals must stay informed about these regulations and ensure institutional compliance.
To address this challenge, HR departments should:
- Invest in ongoing training and development for HR staff on relevant regulations
- Collaborate with legal counsel to develop robust policies and procedures
- Implement regular audits to ensure compliance across all areas of HR
- Develop clear communication channels to disseminate policy updates to faculty and staff
- Stay engaged with higher education HR associations to stay informed about regulatory changes
By prioritizing compliance and developing expertise in relevant regulations, HR teams can protect their institutions from legal risks and create a fair, equitable work environment.
5. Unifying the HR function
A study by McKinsey found that:
"University HR talent pools often work in silos based on a specific college, department, administration, or other unit. These silos tend to be even more separate in higher education settings than in large corporations."
Higher education HR teams might not always share resources or communicate goals. This can lead to wasted resources, missed opportunities, and strategic misalignment. It’s also hard to share workloads between teams, which is important when one team faces a surge in demand.
This is perhaps the biggest challenge for HR in the world of higher education. There’s no easy solution, but here are some suggested strategies:
- Build communication and trust between local HR leaders
- Define common best practices for HRIS, ATS, and other software platforms
- Notify other teams of upcoming surges, such as any major hiring initiatives
- Create a pool of HR admin workers that can be shared between departments as required
While the goals of each department can vary, the goals of the HR team are always the same: to attract talent and create an excellent employee experience. Collaboration between all HR employees will help to achieve this goal.
Need help with HR in Higher Education?
Human resources is challenging in any environment. It takes a lot of work to build, develop, and retain a great team.
The world of higher education presents some novel challenges. Dealing with these requires expert HR skills and keen-eyed HR leadership.
Book a call with Helios HR today, and let's talk about your institution's long-term HR goals.
